8 Mistakes to Avoid in Virtual Recruitment

With companies going into remote hiring mode, recruitments are now conducted through the virtual platform adapting to the “no contact, still connected” objective. Thanks to work-from-anywhere culture, virtual recruitment has turned into the new normal.  

Although challenging, it necessitates a robust playbook that allows businesses to adapt, reiterate, experiment, and practice new strategies in their virtual recruitment process. 

The Disappointment Dilemma of Virtual Recruitment

Are you in the dilemma of laying off your recent recruits, whom you hired after a long process of the virtual interview? 

Contemplating what might have gone wrong in assessing during virtual recruitment?

A constant turnover of staff can turn out to be a costly affair for an organization. Appropriate strategies and best practices for virtual recruitment are imminent to maximize your ROI by welcoming aboard the best talent. Besides, it is also equally necessary to be open to experimentation to avoid mistakes that can destabilize their efforts in hiring the right candidate.

If you find a tough time with your virtual recruitment and looking for ways to turn your virtual recruitment process productive, this article will surely help. Here, we share the biggest mistakes companies make during virtual recruitment, along with solutions to avoid them.

Mistake No 1: Improper Planning

Planning is a sign of professionalism. When it comes to the virtual recruiting process, it can prove to be an ultimate savior. 

Detailed planning and ways of going as per the plan can save recruiters from stress and make the process less cumbersome.

Besides, having a set strategy or planning on recruitment through virtual screening can increase the odds of success, thereby adding a brownie point to the ROI. 


  • Figure out how many candidates you will be interviewing throughout the day.
  • Note down the list of names and go through their profile/ resume accurately.
  • Plan the list of questions to ask during the interview.
  • Prepare responses to frequently asked questions.
  • Check your system and connectivity to avoid any disruptions during the session.
  • Create a follow-up plan for candidates after the virtual recruitment process.

Mistake No 2: Missing out on Essential Details

One of the fundamental elements of online recruitment is video screening. 

Unlike physical interviewing, it is not possible to meet the candidate in person in virtual recruitment. 

However, the body language and the demeanor – how a candidate talks, interacts, or answers questions – can speak volumes about them. 

Video screening allows recruiters to see the candidate and gauge them properly.

  • Whether the candidate is excited about the role? 
  • Can they communicate well about their achievements and dreams to the interviewer? 
  • How well can they handle deadlines, stress, and multiple tasks? 

Herein, the recruiter must have a hawk-eye to assess the body language from a video screening. Gauge them accurately to know if the candidate fits the profile well.

Tip: Record the screening and review it again. Passing off the candidate as okay or not okay in one go is a mistake.

Mistake 3: Mismanaged Communication

Virtual screening allows recruiters to talk and connect to more candidates in comparison to in-person meets. 

However, unlike in-person interviews where they can make a candidate wait in a queue, it cannot be possible during virtual screening. Both the recruiter and the candidate must be available to carry on the process in the set time.

Recruiters must send an email in advance to the candidate informing them about the interview. Besides, they can also allocate a time that fits your interview schedule and does not disrupt your overall plan lined up for the day.

Tip: Drop them a message/ email informing them about the scheduled recruitment event. Do follow up a day before the interview to reconfirm.

Mistake 4: Not Using Proper Virtual Recruitment Tools

When it comes to virtual recruitment, many things go into making it a success. One of the aspects is using the right virtual recruitment tools. 

Virtual recruiting tools come with features that allow event promotions, provide a pleasant experience of assessing candidates and offer actionable insights, thus assisting recruiters to gauge the candidates accurately.

As the entire process is digital, the company and recruiters must be well adept at the tools required for carrying out related tasks.

Most often, organizations resort to using tools that do not cater to the needs of virtual recruitment. 

For example, using messenger platforms for the process can be a mistake. Besides, using tools that do not address the critical needs of the process will increase the chances of committing mistakes and errors. Thus, the output will be the selection of the wrong candidature.


  • Use a virtual recruiting platform that caters to the needs of the recruitment process.
  • Study its n-built features and the functionalities to use them for the best interview experience.

Mistake 5: Lack of Skill Assessment

Another mistake recruiters make during virtual recruitment is not adhering to assignment deadlines to assess the candidate motivation levels. 

Assignment screening is an excellent way to gain a sneak peek into the candidate commitment levels. Assignments with deadlines help check the diligence of the candidate. Besides, they allow recruiters to know about their performance and deliver quality output without supervision. 

Failing to set a deadline for assignments and not sticking with the rules may lead to picking the wrong candidate. Most recruiters tend to check only the skills and fail to compare them with the output in assignments, eventually missing out on crucial points and characteristics.


  • Check the assignment and figure out if the candidate fits the project well.
  • Have they met your deadlines or got stuck for some reason? 
  • Do they have the required motivation and skills that can be an asset to the team?

If you can tick all the above questions, the candidate is the right pick.

Mistake 6: Not Asking the Right Questions

Time is a prime factor when it comes to virtual screening and recruitment of candidates. 

Most often, recruiters are not well prepared with the questions they would ask the candidates during the screening. Apart from killing time, it can also lead to mistakes of not assessing the candidate adequately, thereby failing to understand their skill set and if they fit the profile or not.


  • Go through each of the profiles of the candidates you are to interview.
  • Create a concise list of questions to ask the candidates.
  • Encourage the candidate to ask questions.

Mistake 7: Lack of Proper Information

Virtual recruiting is successful when you find the fitting candidates for the post. Herein, merely sending emails or calling job seekers is not sufficient. 

Attracting the best talent to your company begins with strengthening relationships with candidates and expanding the talent pool. Building awareness about the profile while being precise with what you are looking for is a must. It will help the correct candidates apply for the job and assist recruiters in making a quick decision.


  • Create a promotional strategy while job posting that reflects what your company requires.
  • List out the preferences and talent you want to hire.

Mistake 8: Lack of a Follow-up

Lastly, the process after the virtual recruitment is equally vital as that during the event. Herein, not following up with the candidates after the process is a prime mistake to avoid. 

Ensure to keep your candidates engaged with the recruitment process by updating them about the next step and scheduling further interviews. 

Most importantly, do not fail to let the candidate know if they are selected or not. 

Candidates hold high esteem for recruiters and companies who communicate throughout the process. Responding to job seekers about their final verdict is an essential criterion.


  • Use advanced tools to send post recruitment feedback.
  • Inform about the further scheduling of the interview through either email or text.
  • Communicate about the result.
  • Update whether they are selected or not. Do not forget to give a convincing reason in case of non-selection.

Summing Up

Avoid the above-listed virtual recruitment mistakes and create a better virtual hiring strategy to hire better employees and improve the ROI. 

Besides, avoiding the above virtual recruiting mistakes helps offer a better candidate experience, win their trust, and onboard the best talent.

Hire Best Talent with Cloudely

Need help with hiring the best talent for your brand? We at Cloudely Inc. have proven experience in providing staffing services to global organizations. 

Drop us a message at hello@cloudely.com or schedule a meeting to know how we can help solve your recruitment challenges in your budget and timelines. Follow us on LinkedIn. 


By |2021-08-25T14:17:54+00:00January 10th, 2021|Staffing|Comments Off on 8 Mistakes to Avoid in Virtual Recruitment